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Owing to their growing numbers and importance, both managers and researchers are increasingly concerned with the work experiences of boundary‐spanning employees. Employee perceptions of organizational support (POS) may be particularly relevant to this crucial employee group. Thus reports a study of the relations between two individual‐level and two organizational‐level antecedents to boundary‐spanner POS. The results indicate that employee gender, amount of formal organizational recognition received, and the quality of task‐related training are associated with POS. However, type of employee pay plan is not. Concludes with a discussion of these findings and their implications for effectively managing boundary‐spanning employee POS.

This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.

THE activity of librarianship during September was almost breathless. Visitors to Chaucer House in the third week of the month had possibly the most cosmopolitan experience of their lives. It was, as our readers know, the assembly time of the International Federation of Librarians, which divided its London meetings between Chaucer House and the equally hospitable University College. The members, coming from a score or more of countries east and west, had, many of them, been present at the successful and crowded conference of Aslib at Ashorne, and were now conferring further, and being entertained by the Library Association, together with members of the Unesco Library School. That school spent its first week in Manchester, with a tour of Derby County libraries; its second week was in London. Amongst the guests at the reception given by the British Council at Portland Place, and at the L.A's own reception at Chaucer House three days later, many distinguished librarians were met, including Dr. Munthe, Dr. Sevensma, Dr. Ranganathan, the state librarian of Ankara, the University Librarians of Istanbul, Copenhagen, Trondhjem, of Alexandria; and many others, including those of England and Scotland, the Chief Keeper of the Printed Books, Bodley's Librarian, and the Librarian of the National Central Library. Moreover, as these gatherings coincided with the meeting of the Library Association Council, the official leaders of the profession were present, including the President (Mr. Nowell).

Volume 25 celebrates the 25th year of publication for the American Journal of Business (AJB). Launched by eight MAC schools of business in March 1986, the Journal has featured more than 700 authors who have contributed more than 330 research articles at the intersection of theory and practice. From accounting to marketing, management to finance, the Journal prominently covers the breadth of the business disciplines as a general business outlet intended for both practitioners and academics. As the Journal reaches out beyond the MAC in sponsorship, authorship, and readership, we assess the Journal’s first quarter century of impact.

The aim of this article is to explore the perceptions of women in science, technology, engineering and mathematics (STEM) fields in two ethnic groups (majority Serb and minority Hungarian) in a multiethnic region – Vojvodina, in Serbia – from an intersectional perspective.

A qualitative study was implemented, capitalizing on in-depth, semi-structured interviews with university faculty members from two ethnic groups working in a multiethnic region of Serbia (Vojvodina) in the STEM field of studies. Intersectionality as a theoretical approach was applied to reveal the interconnectedness between gender, ethnicity and field of studies.

The intersectional analysis indicates that minority Hungarian women are more conservative and less inclusive toward other women in STEM, thus they continue to build and enforce gender-based stereotypes. Their lack of inclusiveness is due to having had to overcome a situation of “double jeopardy” (Almquist, 1975) when building a career in STEM, being both members of an ethnic minority and women in STEM. Majority Serb women have adopted masculine patterns of behavior, try to blend in, and become “one of the boys” (Powell and Sang, 2015) in order to diminish the gender penalty and be seen as equal to men. Both minority and majority women agreed that deeply rooted gender stereotypes prevent women from choosing a career in STEM and identified the need for more inclusive education programs at all levels and for more female role models in STEM.

The study contributes by increasing understanding of ethnic minority and majority women's issues in STEM studies in Serbia from an intersectional perspective. It may be relevant to policy makers and contribute to the development of policy recommendations that steer more women in general and ethnic minority women specifically toward STEM, with the ultimate goal of enabling Serbia to develop not only socially but also economically. The paper contributes to the limited research on the STEM-related career experiences of ethnic minority Hungarian women and majority Serb women in Serbia and in the Western Balkans in general.